Hey everyone...
Do you all really think that employee engagement yield good results in the organisation?
Do all the organisation actually design their engagement activities as per the requirements of the bottom line?
Many smart organizations are beginning to ask what’s beyond employee engagement. Is there a more powerful way of analyzing and optimizing the human drivers of your organization’s business results?
There are certain Myths of Employee engagement, how to work towards those myths and prove that engagement activities and surveys can really be helpful for the organisation.
We have to go actually FROM:
What are the drivers of employee engagement? TO: What are the human drivers of business results?
FROM: How do our engagement scores benchmark TO: Of the human drivers of business results, which are against other organizations? most critical to my organization?
FROM: How do we maximize employee engagement? TO:How do we design a human capital strategy to drive improved organizational performance?
Read the full article: http://www.mcbassi.com/documents/Bas...nt-Mar2010.pdf
HAppy reading and solving the Myths of Employee engagement.....:)
Archna
From India, Delhi
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115Do you all really think that employee engagement yield good results in the organisation?
Do all the organisation actually design their engagement activities as per the requirements of the bottom line?
Many smart organizations are beginning to ask what’s beyond employee engagement. Is there a more powerful way of analyzing and optimizing the human drivers of your organization’s business results?
There are certain Myths of Employee engagement, how to work towards those myths and prove that engagement activities and surveys can really be helpful for the organisation.
We have to go actually FROM:
What are the drivers of employee engagement? TO: What are the human drivers of business results?
FROM: How do our engagement scores benchmark TO: Of the human drivers of business results, which are against other organizations? most critical to my organization?
FROM: How do we maximize employee engagement? TO:How do we design a human capital strategy to drive improved organizational performance?
Read the full article: http://www.mcbassi.com/documents/Bas...nt-Mar2010.pdf
HAppy reading and solving the Myths of Employee engagement.....:)
Archna
From India, Delhi
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Hi Dinesh,
Thank you for taking time out to read the post. Although I feel that you haven't read the article posted there, as the article talks about the problems that most organizations face but do not notice during the Engagement Survey. It also discusses what should be done to avoid those mistakes and work towards achieving the maximum results of engagement activities and surveys.
While conducting one such survey in my last company, I also felt that the management is generally not very keen to work on some of the outcomes of surveys; they generally adopt a defensive mode. I will share more after reading the article posted by you.
Regards, Archna
From India, Delhi
Acknowledge(0)Amend(0)
Thank you for taking time out to read the post. Although I feel that you haven't read the article posted there, as the article talks about the problems that most organizations face but do not notice during the Engagement Survey. It also discusses what should be done to avoid those mistakes and work towards achieving the maximum results of engagement activities and surveys.
While conducting one such survey in my last company, I also felt that the management is generally not very keen to work on some of the outcomes of surveys; they generally adopt a defensive mode. I will share more after reading the article posted by you.
Regards, Archna
From India, Delhi
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Archna,
Great question. Stephen Covey, famous for his book "The 7 Habits of Highly Effective People" among others, wrote that the potential performance gain from properly managing people was 500%. My own experience in creating several fully engaged workforces supports Covey's claim. A fully engaged workforce is highly motivated, committed, with very high morale, literally loving to come to work, capable of outperforming their competition easily. Fortunately, this is quite easy to accomplish if one is willing to use an autonomy and support approach to managing people rather than the traditional command and control style.
Best regards, Ben Simonton
Leadership is a science, and so is engagement
From United States, Tampa
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Great question. Stephen Covey, famous for his book "The 7 Habits of Highly Effective People" among others, wrote that the potential performance gain from properly managing people was 500%. My own experience in creating several fully engaged workforces supports Covey's claim. A fully engaged workforce is highly motivated, committed, with very high morale, literally loving to come to work, capable of outperforming their competition easily. Fortunately, this is quite easy to accomplish if one is willing to use an autonomy and support approach to managing people rather than the traditional command and control style.
Best regards, Ben Simonton
Leadership is a science, and so is engagement
From United States, Tampa
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